Work–Life balance policies and organisational outcomes – a review of literature from the Indian context

2020 ◽  
Vol 52 (3) ◽  
pp. 155-170
Author(s):  
Sanghamitra Chaudhuri ◽  
Ridhi Arora ◽  
Paramita Roy
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Employee Retention ◽  
Empirical Studies ◽  
Work Life ◽  
Work Life Balance ◽  
Business Process Outsourcing ◽  
Life Balance ◽  
Content Type ◽  
Human Resource Development Professionals

Purpose In the past decade, the rapid globalisation and modernisation has resulted in an increased focus of organisations on implementation of family friendly work–life balance (WLB) policies for enhancing employee retention. The purpose of this study is to review the importance of WLB policies and programmes and its impact on organisational outcomes. Design/methodology/approach Using Deery’s (2008) framework as the conceptual framework, the current study attempts to provide an integrated literature review of the empirical studies conducted in the area of WLB and employee retention in India for a decade from 2007 till 2017. Findings The analysis of the extant literature revealed that the research on WLB for Indian organisations really surged since 2013. Most of the empirical studies conducted in this area use a positivist paradigm. Numerous industry sectors including the information technology (IT) and business process outsourcing sectors have benefitted from WLB policies, but the banking and higher education sector have generously implemented employee-friendly WLB policies. Practical implications The study stresses upon the implementation of employee friendly WLB policies for achieving high organisational outcomes. Furthermore, the findings may be useful for human resource management and human resource development professionals to understand and appreciate the organisational components, settings that are necessary to facilitate better WLB in Indian organisations, thereby resulting in better organisational outcomes. Originality/value The study provides us with a comprehensive review of different WLB studies conducted in India till date and its possible impact on various organisational outcomes.

Workplace Technology and the Creation of Boundaries

2014 ◽  
Vol 16 (3) ◽  
pp. 281-295 ◽  
Author(s):  
Kristopher J. Thomas
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Personal Lives ◽  
Opportunities For Learning ◽  
Hrd Professionals ◽  
Technology Policies

The Problem Significant advances in technology and the increasing ways in which employees use it in their work and personal lives have led to an environment in which employees can work nearly anytime and anywhere. Although virtual human resource development (VHRD) brings with it useful efficiencies and increased opportunities for learning, the prospect of 24/7 learning can have a deleterious impact on work–life balance for employees. The Solution The aim of this article is to first explain how work–life balance and workplace technology interact to affect the lives of employees. The article models boundaries between these areas and recommends that attention to work–life balance become part of practice when human resource development (HRD) professionals design virtual learning or help develop workplace technologies and policies. The Stakeholders Stakeholders include HRD professionals, scholars who study work–life balance, and organizational leaders who implement workplace technology policies and practices.

Preface: Developing an Organization Through Work Life Balance-Driven Leave

2021 ◽  
pp. 152342232098292
Author(s):  
Emily Hammer
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Global Pandemic ◽  
Effective Policy ◽  
Organizational Longevity ◽  
Key Questions

The Problem Employee leave amidst the Coronavirus pandemic brings about key questions regarding organizational support and development. Current corporate and public policies are written into employee handbooks where they are lauded as supportive economic, social, and sustainable policies for helping people (i.e., workers) achieve humane needs, but are proving to be lacking for truly providing support in the most troubling times. The Solution The field of Human Resource Management (HRM) and Human Resource Development (HRD) provide unique perspectives on developmental, performance-enhancing, and supportive structures for organizations to thrive. This Issue examines methods for creating truly supportive policies amidst the fallout of the global pandemic not only supports organizational longevity but demonstrates how valued employees truly are within the organization while meeting the labor demands of the market. The Stakeholders This Special Issue reflects the strong correlation of work-life balance with HRD researchers, administrators and practitioners alike who recognize the value of employee leave and effective policy implementation.

Impact of human resource interventions on work-life balance: a study on Indian IT sector

2017 ◽  
Vol 49 (7/8) ◽  
pp. 329-336 ◽  
Author(s):  
Ansumalini Panda ◽  
Chandan Kumar Sahoo
Keyword(s):  
Human Resource ◽  
Strong Predictor ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
It Industry ◽  
Life Balance ◽  
Content Type ◽  
It Managers ◽  
Human Resource Interventions

Purpose The purpose of this paper is to examine the significant predictors of work-life balance (WLB) by highlighting the human resource interventions in IT industries. Design/methodology/approach Exploratory factor analysis and multiple regression analysis have been used to analyse the data by using the SPSS version 20. Primary data have been incorporated from 245 software professionals through a structured questionnaire from the IT industry in India. Findings The study examines nine independent variables that significantly envisage the dependent variables (WLB), among them only three factors are extracted such as training and development, teamwork and communication, and financial and non-financial rewards which were found to be significant predictors of WLB. The hypothesis as suggested for the study has been significant. Research limitations/implications This paper provides a practical interpretation about an overview of human resource interventions vital for better WLB in software organisations. It also provides insights to practitioners, IT managers and administrators for instigating these interventions. Practical implications The achievement of WLB is a delightful indulgence for professionals as well as organisations. It becomes indispensable for top management to focus on HR interventions for stimulating the degree of WLB. The study empirically categorizes the various interventions pivotal to improve the degree of WLB in the IT sector. Originality/value As there has been substantial research evidence exploring the work-life imbalance, its cause, effects and overcoming it through a balanced life is studied. This study has identified innovative insight of embracing employees and thriving commitment among employees through HR interventions which acts as a strong predictor for WLB. There are limited empirical traces in the Indian IT sector investigating the above context.

Perceived work–life balance and organizational talent management: mediating role of employer branding

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kamlesh Kumar Maurya ◽  
Manisha Agarwal ◽  
Dhirendra Kumar Srivastava
Keyword(s):  
Human Resource ◽  
Talent Management ◽  
Work Life ◽  
Work Life Balance ◽  
Employer Branding ◽  
Life Balance ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

PurposeThis paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly, the structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work–life balance and organizational talent management.Design/methodology/approachThis study is based on survey results and review of literature in terms of their implications for the proposed framework. Data have been collected by convenience incidental sampling from middle-level executives working in different information and technology (IT) companies. The model and posited hypotheses were tested through structural equation modeling analysis.FindingsPerceived work–life balance was found to be positive and significantly predicted the employer branding attraction value and organizational talent management. The study also showed that there exists a significant and positive correlation between employer branding attraction value and perceived organizational talent management. Further, employer branding attraction value found to be a mediating construct between the relationship of work–life balance and organizational talent management.Research limitations/implicationsThe present study will add insight into the human resource practitioners to design cost-effective and prolonged popular practices in order to meet the employees work and personal expectations under the organizational association. The research investigated issue within focused IT sector employees to understand and solve the issues generated with changing factors in an organizational environment such as increasing women participation, duel earning couple, and maintaining the difference between various categories of employees at the practice level.Social implicationsThe study has value at both the scholarly and practice level. At a scholarly level, the research investigated an important contemporary issue at both level individual as well as organizational level. In practice if organization implements people friendly work-life balance policies, then this will be surely be helpful in organizational productivity in form of talent management and employer branding and further this will improve the personal and professional performance of most elementary component of developing society.Originality/valueWork–life balance much more depends upon employees' perception, but so far the study has neglected the impact of this perception on other organizational attributes maintained under human resource management. Changes in demographic characteristics and interchangeable role of the youth population in organizations and society as well thrive for the newer approach to deal with the personal and professional aspects of the employees.

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

Flexible Work Arrangements: A Human Resource Development Tool to Reduce Turnover

2021 ◽  
pp. 152342232098293
Author(s):  
Marvin Bontrager ◽  
M. Suzanne Clinton ◽  
Lee Tyner
Keyword(s):  
Human Resource Development ◽  
Employee Development ◽  
Work Life ◽  
Work Life Balance ◽  
Black Swan ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
Development Tool

The Problem. An increasing number of organizations are experiencing concerns from employees regarding work-life balance. Organizations that have chosen to implement formal flexible work arrangements (FWAs) have experienced reluctance from their employees to participate. COVID-19 has forced the hand further toward FWAs, and created additional work life balance concerns. The Solution. FWAs present an opportunity for organizations to address work-life balance concerns, especially amid the black swan event of COVID-19. Implementing FWAs provides opportunity for organizations to reduce turnover and facilitate employee development through work life balance programs. The Stakeholders. The informal processes of FWAs should receive due attention by HRD practitioners and scholars alike.

scholarly journals The experiences of work-life balance, stress, and coping lifestyles of female professionals: insights from a developing country

2020 ◽  
Vol 42 (4) ◽  
pp. 999-1015
Author(s):  
Babatunde Akanji ◽  
Chima Mordi ◽  
Hakeem Adeniyi Ajonbadi
Keyword(s):  
Health Sector ◽  
Geographical Location ◽  
Stress And Coping ◽  
Work Life ◽  
Work Life Balance ◽  
Medical Doctors ◽  
Life Balance ◽  
Content Type ◽  
Work Family ◽  
And Coping

PurposeGiven the limiting conditions of the gender roles confronting professional working women and drawing on spillover theory, the purpose of this paper is to explore the experiences of work-life balance with an emphasis on the causes of the imbalances, perceived stress, and coping techniques experienced by female medical doctors in an African context – Nigeria, a geographical location that is considered under-researched.Design/methodology/approachThe qualitative data is based on one-to-one in-depth interviews with 52 Nigerian female medical doctors.FindingsBased on the findings of the thematic analysis, it is clear that time squeeze, as a well-known factor in the medical profession, exacerbates negative work-home interference. However, other themes, such as patriarchal proclivities and task-pay disparity, that affect female doctors but are rarely considered in studies on work-life balance also emerged as sources of stress and work-family conflicts, leaving these doctors to devise individual coping methods as mitigating strategies.Research limitations/implicationsThe study relies on a limited qualitative sample size, which makes the generalisation of findings difficult. However, the study contributes to the limited literature on the implications of stress and work-family incompatibilities facing women in a society that is not particularly egalitarian, with an extremely pronounced culture of masculine hegemony that is contrary to western cultures. The article unveils the socio-cultural difficulties of the work-life demands facing women specific to the Nigerian society and experienced with a different level of intensity.Originality/valueThe majority of the research on work-life balance has been undertaken in western countries and has focused on various professional groups and organisations, including the health sector. Nevertheless, work-life balance is a novel concept within the Nigerian work environment, where female medical doctors, as a professional group, are rarely studied. The article also provides valuable insights into the macro-contextual features influencing the work-life balance of Nigerian professional women.

COVID-19: prevalence of job-demands, stress, work–life difficulties and work–life balance among international business travelers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vilmante Kumpikaite-Valiuniene ◽  
Luisa Helena Pinto ◽  
Tahir Gurbanov
Keyword(s):  
International Business ◽  
Job Demands ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Business Travel ◽  
Content Type ◽  
Business Travelers ◽  
Perceived Change ◽  
Stress Work

PurposeInternational business travelers (IBTs) face daily challenges pertaining to the frequency and duration of travel. Following the outbreak of coronavirus disease (COVID-19), the study aims to draw upon the job demands-resources (JD-R) model and the literature on work–life balance (WLB) to examine how this crisis have disrupted IBTs routines and the implications for their WLB.Design/methodology/approachData were collected in April 2020 with an online survey answered by 141 IBTs from different locations. The first set of analyses examined the perceived change in job-demands (i.e. business travel and workload) including stress and work–life difficulties following the outbreak of COVID-19. The second set of analyses tested the hypotheses that the perceived change in workload and stress predict IBTs' work–life difficulties, which, in turn, affect their WLB.FindingsThe results show that the decline in job-demands (i.e. business travel and workload) after the outbreak of COVID-19 was not enough to reduce IBTs' stress and ameliorate their work–life difficulties and WLB. Only respondents who experienced a decrease in workload, including less relational difficulties, reported a superior WLB.Originality/valueThe study widens the scope and relevance of global mobility studies in crisis settings by timely reporting the changes in job-demands, stress and work–life difficulties among IBTs following the outbreak of COVID-19. Additionally, the research extends the use of the JD-R model in the international context by advancing our knowledge of the interplay between contextual demands and job-demands in affecting IBTs' stress, work–life difficulties and WLB.

scholarly journals Do work-life balance practices mediate in the relationship between female participation and financial performance?

2018 ◽  
Vol 27 (3) ◽  
pp. 249-265 ◽  
Author(s):  
María Dolores Odriozola ◽  
Elisa Baraibar-Diez
Keyword(s):  
Financial Performance ◽  
Stock Exchange ◽  
Work Life ◽  
Work Life Balance ◽  
Family Responsibilities ◽  
Life Balance ◽  
Female Participation ◽  
Content Type ◽  
Participation Of Women ◽  
The Relationship

PurposeThe purpose of this paper is to analyse the relationship between the participation of women in companies with financial performance. However, this relationship does not arise directly. The authors argue that the participation of women in the company’s staff has a positive effect on the creation of work-life balance (WLB) practices, due to women have traditionally assumed family responsibilities, and subsequently these practices positively affect financial performance. WLB practices are a tool to balance employees’ professional and personal goals.Design/methodology/approachThis study aims to determine whether WLB practices mediate in the relationship between female participation in the workforce and financial performance on large companies listed in the Spanish Stock Exchange Index during the period from 2008 to 2013.FindingsThe main finding is that female participation in the workforce positively affects to the availability of WLB practices, but WLB practices are not a mediator to increase financial performance.Originality/valueThe study is a new contribution for academics and practitioners, since the WLB has a role of moderating variable; and the positive joint effect of female participation and WLB practices is tested over the company’s outcomes, instead of over the individual employee behaviour like in previous literature. In addition, this effect is studied in a country with economic recession where corporate WLB practices have increased in the last decade.

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